Justia U.S. 9th Circuit Court of Appeals Opinion Summaries

Employees brought a wage-and-hour class action under California law for time spent waiting for and undergoing exit searches. In 2017, the Ninth Circuit certified a question to the Supreme Court of California, which concluded that time spent on the employer’s premises waiting for, and undergoing, required exit searches of packages, bags, or personal technology devices voluntarily brought to work purely for personal convenience by employees is compensable as “hours worked” within the meaning of California Industrial Welfare Commission Wage Order 7. The Ninth Circuit then reversed summary judgment in favor of the employer and directed the district court to enter judgment for the employees and determine the remedy to be afforded to individual class members. View "Frlekin v. Apple, Inc." on Justia Law

Jordan worked for SSA as a longshoreman and operated a small landscaping business. In 2014, the truck Jordan was driving was dropped by a crane. He suffered extensive damage to his lower back. After treatment by medication and physical therapy, Jordan had spinal fusion surgery. Before the 2018 surgery. Jordan sought benefits under the Longshore and Harbor Workers’ Compensation Act, 33 U.S.C. 901–50. SSA agreed that Jordan was totally disabled immediately following the accident and again as he recovered from surgery. Surveillance videos, recorded in 2015-2016, showed Jordan engaging in physical activities and attending events where he apparently sat and stood for long periods without difficulty. Jordan testified, “There’s nothing I can’t do, but it all either is painful, elevates the pain, or I can’t do it for the amount of time that would be considered a job.” Jordan continued his landscaping but testified that his capacity was limited. Dr. Reynolds corroborated Jordan’s complaints of pain and opined that Jordan was totally disabled from work as a longshoreman.The Ninth Circuit remanded the denial of benefits. Credible complaints of severe, persistent, and prolonged pain, arising out of an injury, can establish a prima facie case of disability, even if the claimant can literally perform his past work. The claimant need not experience excruciating pain to be considered disabled. The ALJ apparently erroneously believed Jordan had to establish that it was literally impossible for him to do his past work. View "Jordan v. SSA Terminals, LLC" on Justia Law

The United States filed suit against the State of Washington, claiming that HB 1723 impermissibly directly regulates and discriminates against the Federal Government and those with whom it deals in violation of the doctrine of intergovernmental immunity. HB 1723 amended Washington's workers' compensation scheme and established for workers at the Hanford site – a decommissioned federal nuclear production site – a presumption that certain conditions and cancers are occupational diseases that is rebuttable only by clear and convincing evidence.The Ninth Circuit affirmed the district court's grant of summary judgment in favor of Washington, holding that HB 1723 fell within the waiver of 40 U.S.C. 3172, which authorizes states to apply their workers' compensation laws to federal lands and projects in the states in the same way and to the same extent as if the premises were under the exclusive jurisdiction of the state. Therefore, HB 1723 did not violate the doctrine of intergovernmental immunity. Finally, the panel declined to resolve the remaining issues raised by the parties because they were not properly before the court. View "United States v. State of Washington" on Justia Law

The Ninth Circuit affirmed the district court's denial of Amazon's motion to compel arbitration of one of the named plaintiff's federal and state wage and hour claims. This plaintiff, unlike the other three named plaintiffs, agreed to all of Amazon's Terms of Service (TOS) when he signed up to work as a delivery provider for Amazon's app-based delivery program, Amazon Flex (AmFlex), including the arbitration provision at issue here.The panel held that AmFlex delivery providers in this case are transportation workers engaged in interstate commerce and are thus exempt from the Federal Arbitration Act's enforcement provisions pursuant to 9 U.S.C. 1 where they made "last mile" deliveries of goods in the stream of interstate commerce. The panel explained that the interstate transactions between Amazon and the customer do not conclude until the packages reach their intended destinations, and thus AmFlex drivers are engaged in the movement of interstate commerce, even if they did not themselves need to cross state lines. The panel noted that cases involving delivery services like Postmates or Doordash are distinguishable, because those cases recognize that local food delivery drivers are not "engaged in the interstate transport of goods" where the prepared meals from local restaurants are not a type of good that are "indisputably part of the stream of commerce." In this case, AmFlex workers complete the delivery of goods that Amazon ships across state lines and for which Amazon hires AmFlex workers to complete the delivery. Therefore, AmFlex workers form a part of the channels of interstate commerce and are engaged in interstate commerce.The panel also held that the TOS bars application of Washington state law to the arbitration provision. Therefore, there is no valid and enforceable arbitration agreement. View "Rittmann v. Amazon.com, Inc." on Justia Law

The Ninth Circuit affirmed the district court's adverse grant of summary judgment against plaintiff's Title VII lawsuit. The panel held that the undisputed facts clearly show that plaintiff was Castle's independent contractor and thus not entitled to Title VII protections. In this case, plaintiff was paid, taxed, and received benefits like an independent contractor; plaintiff's obligations to Castle were limited, providing him the freedom to run his own private practice; the contracts between Castle and plaintiff described him as an independent contractor. The panel stated that other factors also weighed in favor of plaintiff being an independent contractor. View "Henry v. Adventist Health Castle Medical Center" on Justia Law

The Ninth Circuit denied Delta's petition for review challenging the Board's order ruling that it committed an unfair labor practice when it decreased its employees' hourly pension contribution rate to the Pacific Coast Shipyards Pension Fund without first notifying or bargaining with their union. The panel granted the Board's cross-application for enforcement of its order.The panel held that the Board properly ruled that the "written agreement" requirement, defining pension contributions, in Section 302(c)(5)(B) of the Labor Management Relations Act (LMRA), was satisfied in this case. The panel explained that substantial evidence supported the Board's finding that Schedule A was incorporated into the collective bargaining agreement (CBA) and that the CBA met Section 302's requirements. The panel also held that the Board properly ruled that Delta's failure to notify or bargain with its union over the pension contribution rate decrease was an unfair labor practice under Sections 8(a)(1) and 8(a)(5) of the National Labor Relations Act (NLRA). View "Delta Sandblasting Co., Inc. v. National Labor Relations Board" on Justia Law

The Ninth Circuit affirmed the district court's order denying plaintiff's motion for class certification in an action challenging the written rest-break policy of O'Reilly Auto. Plaintiff raised procedural and substantive arguments on appeal.The panel held that the district court did not abuse its discretion in setting and enforcing a deadline for moving to certify the class; the district court did not abuse its discretion in denying plaintiff's motion for class certification while at the same time granting her an additional month to develop evidence and submit a supplemental brief; and plaintiff was unable to establish that there were questions of law or fact common to the class where she failed to offer any evidence that the written policy was applied to employees. Finally, plaintiff waived her right to appeal the dismissal of her wage-statement claim. View "Davidson v. O'Reilly Auto Enterprises, LLC" on Justia Law

The Ninth Circuit reversed the district court's dismissal of actor Ashley Judd's sexual harassment claim under California Civil Code section 51.9 against producer Harvey Weinstein. Judd alleged that, in the late 1990s, Weinstein sexually harassed her during a general business meeting and derailed her potential involvement in the film adaptation of "The Lord of the Rings" book trilogy.The panel held that, as alleged, section 51.9 plainly encompasses Judd and Weinstein's relationship, which was "substantially similar" to the "business, service, or professional relationship[s]" enumerated in the statute. The panel explained that the relationship between Judd and Weinstein was characterized by a considerable imbalance of power substantially similar to the imbalances that characterize the enumerated relationships in section 51.9. The panel stated that, by virtue of his professional position and influence as a top producer in Hollywood, Weinstein was uniquely situated to exercise coercive power or leverage over Judd, who was a young actor at the beginning of her career at the time of the alleged harassment. Furthermore, given Weinstein's highly influential and "unavoidable" presence in the film industry, the relationship was one that would have been difficult to terminate "without tangible hardship" to Judd, whose livelihood as an actor depended on being cast for roles. The panel rejected Weinstein's arguments to the contrary and held that Judd sufficiently alleged a claim under section 51.9. Accordingly, the panel remanded for further proceedings. View "Judd v. Weinstein" on Justia Law

The Ninth Circuit certified to the Oregon Supreme Court the following question: Does Oregon Revised Statutes 31.710(1) cap the noneconomic damages awarded on an employment discrimination claim under Oregon Revised Statutes 659A.030? View "Zweizig v. Rote" on Justia Law

The Ninth Circuit reversed the district court's order compelling arbitration of a labor dispute between a waste management company, NASA Services, and the union. The company and union signed a Labor Peace Agreement containing an arbitration clause, and the agreement's terms were expressly conditioned upon the City entering into an exclusive franchise agreement with NASA.The panel held that the agreement clearly and unambiguously contains a condition precedent to formation that is both ascertainable and lawful. Therefore, NASA and the union were parties to a proposed agreement that would become operative, effective, and enforceable if and only if the condition precedent therein was satisfied. Consequently, the condition failed and the district court may not compel arbitration. View "International Brotherhood of Teamsters, Local 396 v. NASA Services, Inc." on Justia Law